Training is often low on a company’s priority list…then there’s a problem…and then it’s too late. Avoid the need for damage control by ensuring your most valuable assets understand their roles and responsibilities. Managers and employees are often unaware that their actions may lead to big problems. Consider these questions when you are determining whether or not you need training in your organization:

Did a manager violate a Nevada or Federal employment law?

Did a manager ignore an employee when the employee mentioned that they hurt themselves on the job? If the manager didn’t ignore it, did they handle it correctly?

Did a manager neglect to offer leave under FMLA or ADA when an employee may have needed it?

Are managers asking illegal questions when interviewing candidates?

How do managers and employees resolve conflict?

How do managers effectively handle and document performance management issues?

When a new employee has been hired, how is onboarding handled?

Are I-9s and other new-hire paperwork completed correctly and will they hold up under a governmental audit?